Career growth has many forms, it’s a unique journey for everyone. However there are some common patterns in the career paths that help us define a career progression framework.
Let’s take a look at how this framework looks like…
Levels- the career progression framework 🪜
The framework consists of Levels and it defines expectations at each Level to differentiate between them. To break down these expectations, we used the company values as categories:
Trust - focus on communication, ownership, independence
Impact - focus on job complexity, creating value, making an impact
Customer Success - focus on contribution to the customer’s journey
Ethics - focus relation to the team, supporting and respecting others
Career paths 🛤
We identified 6 levels of career progression on a Maker path and 3 levels of the Tech Lead and the Engineering Manager path and 2 levels in Product Management:
Individual Contributor (IC) L7-L2
“Do I want to build bigger and better systems and processes?”
“Do I want to become a thought leader/specialist in my role?”
Chapter Lead (Tech Lead roles only in ENG) L4-L2 - Role Description
“Do I want to focuses on the Technical Growth of my team members and the system?”
“Do I want to focus on alignment of the technical direction?”
Manager L4-L2 - Role Description
“Do I want to manage bigger and better teams?”
“Do I want to focus on team organisation and helping people progress in the business?”
Levels + compensation 💶
How is Levels tied to compensation?
Salary Benchmark: Compensation is tied to Levels and is set in our Salary Benchmark. Each Level has a fixed compensation assigned, meaning Equal Pay within one level no matter which path (Maker, Tech Lead or People Manager).
Salary data: Salaries are benchmarked externally using market data and internally using data from our Talent Team to make sure we are paying fairly
How do salary changes happen?
Salary Review: Our Salary Benchmark is reviewed and adjusted to market rate yearly to make sure our compensation stays competitive to the market levels.
Salary change with promotion: Yes, reaching the next level, also means higher compensation.
No salary adjustment will be made outside of the June/July review period or the reaching the next level in your career.
Levels + titles
Titles are tied to Levels, on each path and each level there is a title assigned. You can see the titles below in the Levels description.
Levels | Individual Contributor Path | The People Manager Path | The Tech Lead Path |
Level 7 | Junior Engineer | ||
Level 6 | Mid-level Engineer | ||
Level 5 | Experienced Engineer | ||
Level 4 | Senior Engineer | Engineering Manager | Chapter Lead |
Level 3 | Staff Engineer | Senior Engineering Manager | Group Chapter Lead |
Level 2 | Principle Engineer | Director or Head of Engineering | Director or Head of Engineering |
VP/ C-level |